Employee Free Choice Act
Hawaii Labor Law and Employment Law Update: Hawaii Card Check Bill Passes–Bills’ Fate in Question as it is Transmitted to Governor Lingle
Hawaii Card Check Bill Passes: Bills’ Fate in Question as it is Transmitted to Governor Lingle
A bill which will allow unions to organize agricultural employers without a secret ballot election, HB 952 CD1, was passed on May 8, 2009, by the Hawaii Legislature. Governor Lingle will have until June 30, 2009 to issue a veto message.
If Governor Lingle vetoes the bill, the Hawaii Legislature can override the Governor’s veto by obtaining a 2/3 majority vote in both the House and Senate. Based on her previous history of vetoes, it is likely that Governor Lingle will veto the bill.
The “card check” bill amends the Hawaii Labor Relations Act to require an employer to recognize a union as the bargaining representative of its employees if it is presented with union authorization cards signed by a majority of employees in an appropriate bargaining unit.
The card check bill, if not vetoed by Governor Lingle, or vetoed but overridden by the legislature, would apply to agricultural employers and certain small businesses exempt from the coverage of the federal National Labor Relations Act and effective July 1, 2009.
The card check bill closely mirrors President Obama’s push for passage of the Employee Free Choice Act (“EFCA”). Like the recently passed Hawaii bill, generally, EFCA would require the National Relations Board (“NLRB”) to certify a labor union as the exclusive bargaining representative of employees through union authorization cards signed by employees, without the benefit of a government-supervised, secret-ballot election, as long as 50% plus one of an appropriate bargaining unit sign the cards. Critics contend that among other problems with EFCA, the card check system is prone to the use of intimidation and peer pressure by union organizers.
In addition to the potential of doing away with secret elections, HB 952 CD1 limits the card check provision to employers with annual gross revenues of $5 million dollars or more, and provides that if an employer and union negotiating for an initial contract do not reach agreement within 110 days through bargaining or mediation, they shall be referred to an arbitration panel, which will establish the terms of the parties’ collective bargaining agreement for a period of up to two years. Finally, the bill includes new penalties of up to $10,000 for unfair labor practices.
A copy of the final bill transmitted to Governor Lingle can be accessed here: http://www.capitol.hawaii.gov/session2009/bills/HB952_CD1_.htm
Roman Amaguin, Esq; http://www.amaguinlaw.com; http://www.employmentlawyerhawaii.com
About the Author
Roman Amaguin, Esq. is a Hawaii attorney specializing in employment law, labor law, and civil litigation. His philosophy is to provide practical solutions to both complex and common workplace, employer/employee, and civil disputes. As a Hawaii attorney, Mr. Amaguin regularly appears before all federal and state courts in Hawaii, as well as state and federal administrative agencies.
Visit him at http://www.amaguinlaw.com and http://employmentlawyerhawaii.com
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